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Job descriptions are evolving! Smart companies are learning to post job descriptions (let’s call them stories) that focus on the whole person and not just the skills required. 

These job stories provide content that helps the reader envision a future career with your company. It shows them how they can be a part of something greater, and that’s what we all want, isn’t it – to make an impact?

How can we make our job postings more appealing? 

Many companies rely on hiring managers to write job descriptions. In some cases that’s like asking a fish to climb a tree. Oftentimes hiring managers don’t understand what it takes to attract candidates. As recruiting professionals, we need to become more involved in how we share opportunities.

But you are the expert! You know what attracts candidates and you can write job stories that speak to the potential candidate.

One thing you can do that will go a long way is to use inclusive language. Language inclusion is so important. This attention to detail will attract a broader slate of representative applicants and dare I say, passive talent as well. 

How do we create inclusive language job stories? Well, there are quite a few tools available such as Textio, Crystal, and Grammarly, which help with identifying ways words resonate with our prospects. With most job descriptions in the past, we have written them in third person and used she/he as part of Gender Inclusion. 

Be more engaging by using second person – and use you. “In this role, you will work directly with customers to ensure their satisfaction.”

By using “you”, you give them an opportunity to envision themselves in the role. 

Here are some other tips: 

  • Keep sentences short, but creative, enticing. 
  • Keep paragraphs to 4-5 sentences. 
  • Use readable fonts.
    Even the font you use on your websites and apps matters. Some fonts are more readable than others. For some people, Sans-serif fonts are easier to read than Serif fonts

Some samples of sans-serif fonts include Helvetica, Arial, Avenir, and Verdana. I would recommend using white space to scale back visual noise. Use bold for emphasis. 

  • Avoid jargon or clichés like “rockstar” or “ninja.”
  • Remove keywords and phrases which could act as a proxy for sophistication backgrounds (‘top tier university’) or (‘preferred degrees’) even though we think we will attract talent, using these phrases can marginalize some groups.
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KayKel

Pronouns: She/Her/Them Principal Executive Researcher at Zillow BIO Dedicated and focused on Competitive Intelligence / Recruiting Trends / Research / Tools = Principal Executive Researcher. Currently, employed by one of the most amazing companies, Zillow. I believe all people should live in a world where they are valued, supported and feel they belong, that is and always will be the Zillow way! 
As a Principal Executive C.I. & Research – I have over 24 years of executive strategic research, social media and digital engagement / recruitment marketing / intelligence strategies / data analytics and insights / competitive research. manage and design training materials, social, research, tools. 
 I take pride as a servant mindset leader, have presented at numerous conferences, round-tables, webinars, (e.g., SourceCon, MRec, ShesGeeky, Talent42, etc.) Social Media Management: I can help you determine which platforms best suit your business model. Desire: 

 💻 Currently: Zillow 🏠 
 ⏮️ Previously: Microsoft | Groupon | Amazon | Wachovia | T-Mobile | Start-ups 

 Things I love: 
 🔍 Research All Things Internet 
 🕵️ Investigating all types of websites I visit in developer mode – uncover unicorns 
🤓 Learning about tools, new technology, breaking technology, testing technology.
 ✍️ 📃 Creating content for sourcers/recruiters to use in their outreach 
🎤 Speaking, Training, Mentoring at events, webinars, 1:1 


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